Bharat Heavy Electricals Limited (High Pressure Boiler Plant) Tiruchirappalli , TAMIL NADU, INDIA Human Resource Management

Transcription

1 TITLE Consultancy Assignment for Competency Mapping Invitation for Expression of Interest Phone: Fax : palni@bheltry.co.in Reference Number: TP:HR:BCM Enquiry Date: Due date for submission of quotation: You are requested to quote the Reference number, date and due date in all your correspondences. This is only a request for Expression of Interest and not an order Ref. No. TP:HR:BCM Date : Sub: Consultancy Assignment for Competency Mapping - Invitation for Expression of Interest 1. (BHEL) is a leading public sector undertaking with business covering the infrastructure and core sectors of the Indian economy, namely power generation, transmission, industry, transportation, telecommunication, renewable energy etc. with a sales turnover of over Rs.28000/- crores. The company has 14 Manufacturing units, 4 regional headquarters and a number of offices and over 100 project sites, located across the country and abroad. It has manpower strength of around 45,000, of which around 10,000 are in the executive cadre. To meet the present and emerging challenges of the organization, a need has been felt to optimize the potential of our executives, in line with our HRM Mission To ensure availability of competent, motivated and effectively contributing Human Resource and facilitating achievement of full potential of employees at all times to realize the organizational mission. We are, therefore, in the process of moving towards a Competency Based Approach. 2. For this purpose we are proposing to conduct an exercise for assessing the behavioural competencies of our executives vis- a -vis their role requirement. The scope and deliverables of the exercise is enclosed at Annexure A. 3. We are looking for a reputed experienced Consultant to work with BHEL on this assignment. Consultants who have undertaken similar competency assessment exercise in an organization having not less than 2000 employees are requested to intimate their interest along with the following information : i. Brief introduction and background of the consultant company. ii. Organization structure of the consultant company. iii. Profile of key personnel (brief CVs). iv. Format at Annexure - B duly filled. v. List of clients having more than 2000 employees and brief details of similar competency assessment exercises undertaken by the consultant during the last five years. vi. Proposed approach and execution plan for the Competency Mapping project as per scope and deliverables defined at Annexure A. Page 1 of 6

2 4. Parties who respond will be called upon to make a presentation about the methodology proposed and other clarifications that may be required. The date and venue of the presentation will be communicated separately. 5. The expression of interest along with the information sought at para (3) above should be sent to Addl. General Manager(HR),, Tiruchirapalli or by at palni@bheltry.co.in so as to reach him by For Bharath Heavy Electricals Limited Addl. General Manager(HR) Page 2 of 6

3 ANNEXURE A SCOPE OF WORK 1.0 OBJECTIVES & PURPOSE OF THE COMPETENCY ASSESSMENT PROJECT: Project Objectives: 1. To conduct competency assessment for competencies mapped to the designated set of roles using Development Centre approach. 2. To develop a suitable e-enabled psychometric tool for assessment of the competencies in the BHEL framework, for those not covered by DCs. 3. Training of internal assessors for administering the psychometric tool and the supplementary tool and providing feedback to the concerned individuals. Purpose of the project: The results will essentially be used for training and development. They may also be used for placement and career growth of individuals. 2.0 SCOPE FOR COMPETENCY MAPPING PROJECT The project will initially be undertaken at our Tiruchirapalli Unit. BHEL may, how ever, chose to operate the same contract for conducting similar exercise in at least 3 other units within a period of one year of commencement of the contract. A competency framework for BHEL has already been developed which will be used for this project. Accordingly, the scope of work for the project is as under: 2.1 To review the existing Competency framework of BHEL for fine-tuning the proficiency descriptions to match with the requirements of the various executive bands in the organisation and identifying function specific competencies from the framework for designated functions. 2.2 Mapping of competencies to roles would be done on the basis of identified function-specific competencies and proficiency levels matching the related hierarchical bands. Page 3 of 6

4 2.2 To conduct Competency assessment for all competencies in the BHEL Competency framework, for the designated individuals in the units using the Development Centre (DC) approach. The first Unit to be taken up will be Tiruchy (For 65 executives at the designated levels of Product Managers/ Functional Managers/ Heads of Departments) The number of executives to be covered in the other units are: 1. Bhopal : Hyderabad :50 3. Ranipet : Administer Learning Style Inventory for all DC participants and include the findings in the DC reports. 2.4 Conduct one to one sessions to provide feedback to the DC participants on competency gaps and suggested development initiatives. 2.5 Develop a suitable e-enabled Psychometric Tool for assessment of competencies in the BHEL framework. This would be supplemented with an appropriate tool like the 180-degree feedback on the same set of competencies. The Tools should generate assessment reports related to all the competencies in the BHEL framework. BHEL to be given the Proprietary rights for the usage of the psychometric and the 180-degree feedback Tool. In case a standard psychometric tool is being suggested the rights to usage of the tool could be provided to BHEL. 2.6 Training of internal resource persons for administering the psychometric tool and the supplementary tool and providing feedback to the concerned individuals 3.0 MAJOR ACTIVITIES: 3.1 To review the existing Competency framework of BHEL and fine-tune the proficiency description to match with the requirements of the executive bands in the organisation. 3.2 Identification of function specific competencies from the framework for the following functions: 1. Manufacturing (including Maintenance, Shipping) 2. Engineering & design (including R&D) 3. Procurement (Material Management) 4. Marketing & commercial 5. Erection & Commissioning (Including services) 6. Finance 7. HRM (including PR, Admn, Medical etc) 8. Planning & Development 9. Quality 10. Project management, Monitoring, Co-ordination etc. 3.3 Designing the DC including tools & exercises for assessment of the competencies of the framework. 3.4 Develop a Communication strategy for the DC exercise along with the draft letters to the participants about the concept and steps involved before conducting the DCs. 3.5 Conduct the Development Centres. Page 4 of 6

5 3.6 Administer a Learning Style Inventory for all DC participants. 3.7 Prepare a detailed report for each individual and suggest development plans & methodologies for bridging the competency gaps in the current role. The report should also highlight the strengths of the individual and his preferred learning style. 3.8 Conduct one to one sessions to provide feedback to the DC participants on competency gaps in the current role and suggested development initiatives. 3.9 Create a consolidated competency matrix indicating individual scores for DC participants against all competencies Create a fitment report indicating best functional fit for each individual based on fitment score of competencies possessed Identify/ develop a suitable e-enabled Psychometric Tool for assessment of competencies of the framework for online administration and co-relate the psychometric tool parameters with BHEL Competency Model Design a suitable supplementary tool like 180 degree feedback to co-relate actual behaviour displayed with the results of the psychometric tool. This should also be an e-enabled tool and the rights to use both the tools later should be transferred to BHEL Suggest criteria for selection of internal assessors Conduct training of internal assessors to administer the psychometric and supplementary tools, interpret the results & provide feedback. Page 5 of 6

6 4.0 DELIVERABLES: S.No Deliverables 1. Modified Competency framework with proficiency description to match the requirements of the executive bands in the organisation 2. List of Competencies for each function 3. Strategy document for conducting the DC containing: b. Communication strategy c. Methodology d. Tools / mechanism e. Time frame 4. Individual report for each participant including the LSI as described above at Psychometric tool along with the supplementary tool as per points 3.11 & 3.12 above. 7. Selection criteria for internal assessors 8. Training of internal assessors (15-20) in each Unit 9. Following reports to the organisation: a. Individual assessment reports of DC b. Synthesised matrix showing competency score of all DC participants. c. Fitment report showing current and best functional fit for each individual. *** Page 6 of 6

7 COMPANY INFORMATION Format (Annexure B) Part -A SL.1 PARAMETER NO. OF CLIENTS SERVED IN LAST 5 YEARS FOR COMPETENCY ASSESSMENT PROJECTS AND NO. OF OFFICERS ASSESSED FOR COMPETENCIES THROUGH ASSESSMENT CENTRES (ACs) FOR THESE CLIENTS A CLIENTS SERVED IN INDIA More than crs. Rs crs. Rs crs. Rs crs. Less than Rs. 500 crs. 1.1 No. of clients served 1.2 No. of officers assesed for these clients B CLIENTS SERVED ABROAD More than crs. Rs crs. Rs crs. Rs crs. Less than Rs. 500 crs. 1.3 No. of clients served SL No. of officers assesed for these clients ANNUAL TURNOVER ( AVERAGE OF LAST -3yrs) 2.1 In India (Rs. Crs.) 2.2 Abroad (Rs. Crs.) SL.3 NO. OF FULL TIME EMPLOYEES INVOLVED IN COMPETENCY ASSIGNMENTS THRU' ASSESSMENT CENTRES 3.1 In India (Nos.) 3.2 Abroad (Nos.) SL.4 PROPOSED PROJECT TEAM FOR COMPETENCY MAPPING PROJECT 4.1 Total no. proposed to be deployed for the project 4.2 No. of Part-Time Associates out of the total SL.5 PROFESSIONAL QUALIFICATIONS OF PROJECT TEAM MEMBERS & EXPERIENCE IN CONDUCTING ASSESSMENT CENTRES FOR OFFICERS IN ENGINEERING ORGANISATIONS ** Qualification s Nos. assessed at following levels No. of No. of Engg. officers assessed Organisatio for ns in which competenci assessmen ts done es using ACs Top Mgt. Middle Mgt. Junior Mgt Project Director Team Member Team Member Team Member Team Member 4 SL add more rows as required BASED ON YOUR UNDERSTANDING OF BHEL AND THE SCOPE OF THE PROJECT GIVE DETAILS OF TOOLS LIKELY TO BE USED IN THE ACs AND YOUR EXPERIENCE IN HAVING USED THESE TOOLS IN THE PAST TOOL NAME NUMBER OF ASSMENTS DONE IN THE PAST USING THE TOOL Add more if required